Talent Development & Performance Management

1. Organizational development:
• Propose, implement, and monitor Human development programs to build human capital and a strong employee development culture.
• Perform business structure analysis, and collaborate with other departments in designing organizational charts, workflows, responsibilities and accountability, and governance charts to leverage talent, increase efficiency and align talent programs with business goals.
• Review key performance figures to help the workforce to perform well (Revenue, Profit, Productivity, Efficiency, Revenue Growth Rate, Stability, Engagement, Employee retention & engagement, leadership improvement, and talent pool...)
• Identify the appropriate resources and implement key initiatives to strengthen workplace culture.
• Drive the development and implementation of a comprehensive DEI strategy by defining goals, developing work plans, and building DEI-related organizational communication.
2. Talent management:
• Lead the design and implementation of an integrated talent management strategy, succession plan, and career development framework/program.
• Implement talent and change management programs that promote employee profession and professional growth, and improve overall effectiveness in individual roles and responsibilities.
• Design and implement strategic, high-impact talent management activities such as annual talent reviews, performance management processes, annual peer feedback processes, and planning processes succession to senior leadership.
3. Learning and Developing:
• Conduct learning needs assessments in functional skills, core competencies, and leadership skills and provides training and development portfolios that align with people's ability to drive business growth.
• Establish and manage external partnerships to support talent development and organizational effectiveness, such as workshop moderators, executive coaches, consultants, and vendors from other important services.
• Provide interactive learning and development activities that promote organizational and talent development planning.
4. Internal Comunications:
• Implement a comprehensive communications program plan from planning, content development, implementation, monitoring, and measuring results.
• Responsible for engaging employees in internal activities.
• Build positive relationships with employees through a schedule of engagement activities.